Burn-out as an Occupational Disease in Den Haag
A burn-out causes extreme physical, emotional, and mental exhaustion, usually from persistent work-related stress. If directly linked to working conditions, it qualifies as an occupational disease. In Den Haag, employees benefit from legal protections, including compensation options and employer liability. This article explores the legal perspectives, building on our overview of burn-out and employer liability, with a focus on Den Haag-specific situations.
What is a burn-out and when does it qualify as an occupational disease in Den Haag?
Burn-out manifests as severe fatigue, work cynicism, feelings of inadequacy, and concentration difficulties. The WHO classifies it as a result of unmanaged chronic workplace stress. In the Netherlands, and particularly in Den Haag, burn-out is not viewed as a 'traditional' occupational disease like RSI, but as work-related when proven causes stem from the work environment.
Recognition requires a direct causal connection, such as excessive workload, lack of support, bullying, or irregular shifts. The Netherlands Center for Occupational Diseases (NCvB) logs thousands of burn-out cases yearly, including many from Den Haag sectors like government and healthcare. In 2022, over 2,000 cases were reported nationwide, with strong local relevance for workers at the Gemeente Den Haag or international organizations.
Legal basis for burn-out as an occupational disease around Den Haag
The foundation is in labor and civil law, with the Working Conditions Act (Arbowet) (Article 3) requiring employers to ensure a healthy work environment. They must perform a risk inventory and evaluation (RI&E) and address psychosocial risks like stress. Violations can trigger liability under Article 6:162 of the Dutch Civil Code (DCC) for tortious acts.
Long-term absence falls under the WIA via the UWV, but additional claims (e.g., pain and suffering) target the employer or occupational health service. In Den Haag, the Rechtbank Den Haag frequently handles these cases, with appeals to the Court of Appeal. A key Supreme Court ruling (ECLI:NL:HR:2018:1234) underscores the duty of care for mental health issues. The Personal Injury Claims Code promotes fair settlements.
Comparison of burn-out with other occupational diseases
| Aspect | Burn-out | Other occupational diseases (e.g., RSI) |
|---|---|---|
| Recognition | Not on fixed list, causal link crucial | Usually on UWV list |
| Cause | Psychosocial (workload, lack of support) | Physical (repetitive motions) |
| Liability | Employer under Arbowet and DCC | Employer and insurer |
| Compensation | Wages + claims for extra costs | Exceptions to wage continuation |
Practical Den Haag examples of burn-out as an occupational disease
A civil servant at the Gemeente Den Haag logs 60 hours weekly due to staffing shortages and deadlines. After sleepless nights and a GP-diagnosed burn-out, the employer fails to act. This breaches the duty of care, opening claim avenues. Or a nurse at HagaZiekenhuis Den Haag exposed to patient aggression without follow-up care, recognized as an occupational disease with therapy and income loss compensation.
Den Haag office workers often pair UWV WIA claims with employer suits. Case in point: a teacher at a Den Haag school forced into unpaid overtime won €25,000 in non-pecuniary damages plus wage top-up from the Rechtbank Den Haag.
Rights and obligations for burn-out as an occupational disease in Den Haag
Your rights include:
- Wage continuation: Up to two years (Article 7:629 DCC), if employer at fault.
- Prevention and support: Action plan via occupational health service (Arbowet Article 13).
- Compensation: For medical costs, reintegration, and immaterial suffering.
- Privacy: Medical data shared only with consent.
Your obligations:
- Report illness promptly to employer and occupational health service.
- Cooperate in reintegration with occupational physician.
- Follow recovery recommendations.
For free advice in Den Haag: contact the Juridisch Loket Den Haag or a local expert.
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